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TOPIC : If leadership training is dead, how do companies still develope leaders?

Big Ideas:

• Learning experiences can happen without training
• Learning that happens in community can have a bigger impact
• Learning happens in a spiral -- you have to come back to it again and in different ways. 
• Learning happens across multiple axis across time, not linearly
• Leadership learning can happen below the surface before people can see it
• Creating a non-threatening environment -- psychological safety
• Put something in the community basket
• There is no lever for learning - you can just pull and it emerges
• Leadership as an emergent property, rather than something that can be directly developed
• How does the hierarchical structure of training impeding leadership training?
• Focus on the process of learning, rather than the delivering of content and information. 
• Practice versus training? 
• "Knowledge isn't wisdom. Wisdom in knowledge in action."
• Give people a space to activate the information. Everyone sparks at different times. 
• Creating self-fulfilling frameworks that can be peer generated after wards
• Some models can be reciprocated, but the experience may not be the same
• Small moments of connected learning keeps the learning alive - the more exposure to the ideas, the more your Reticular Activation System is activated
• How do we assess whether a learning experience is effective?
• If leadership training is so great, why do we still have the same number of problems we have?
• Does success always mean rising in an organization? 
• If everyone can be a leader, how do I choose the next leader?
• Managing and leading aren't the same skill set. 
• Promoting people who aren't good at their jobs, but are still potential leaders.
• Sometimes we are short-sighted about leadership development
• Garden metaphor -- plant some seeds, nurture, see what grows, adapt based on what you see

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